Why Use a Third-Party Recruiter2020-06-24T19:26:13-06:00

Fast-Tracking Recruiting Success with a Third-Party Recruiter

A whopping 50% of candidates that are ultimately hired through BountyJobs hit your inbox within the first week of your search. That means that for the NATION’S HARDEST JOBS, our stable of recruiters delivers your ideal candidate in ONE WEEK.

Recruiters cut down your time-to-fill exponentially.

33% of the time-to-fill process happens between when the job is posted and the submission of the candidate who eventually gets hired. A whopping 67% of the time-to-fill process happens after the candidate who eventually gets hired is submitted to the employer.

HIRING IS HARD

Talent acquisition leaders, you have three choices when it comes to setting up your recruiting strategy: cheap, quick, or quality. Without a solid strategy in place, more than likely your process will be cheap, as the bottom line will rule decisions made.

IT’S A TIGHT MARKET OUT THERE

0%
Steady Unemployment Rate
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Employers Facing Obstacles While Finding Qualified Candidates

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Recruiting Process Challenges

Third-Party Recruiting, a Valuable Tool on the Rise

Many organizations are increasing their usage of third-party recruiting sparking a historic high. Globally, the demand for this resource has risen 63% since 2016. Third-party search beat out once tried-and-true recruiting methods such as event networking, job fairs, and cold calling within our recent survey, ‘The New Dynamics of Recruiting’. A strong 77% of survey respondents had used a third-party recruiter before.

BENEFITS OF PARTNERING WITH A THIRD-PARTY RECRUITER

Third-party recruiters bring so many benefits. The top three per our survey respondents are delivery of quality candidates quickly, specialized experience, and assistance with pre-screening. Other key benefits include:

  • External recruiters are stellar at connecting with passive candidates and networks of people that are right for the role, looking objectively at what you need while also walking you through the recruiting process.
  • External recruiters don’t just persuade candidates that your company is a great opportunity, but also discuss why the candidate is the right one for you in this market.
  • Third-party recruiters have a better understanding of the reality of the market and can help you reality check your requirements…let you know when to pass and when to make an offer…and fast.
  • Third-party recruiters can speak the lingo, especially important with technology candidates.
  • They have a pulse on the market: how fast roles are going, how quickly competitors are moving, which candidates are ready to make a move.

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